If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.

Start with a contract recruiter focused on sourcing, then transition to a full-time in-house recruiter as your needs grow.

As a founder, you should spend about 50% of your time on hiring because it's crucial for your startup's success.

You should spend either zero or 25% of your time hiring; it's either not a priority or your biggest focus.

Hiring should be your top priority when necessary, and you must be prepared for a lengthy recruitment process to attract the best talent, as they often have many options.

Consider hiring a technical recruiter only after you've made your first hire, as understanding the hiring process yourself is crucial.

When hiring, think of the process as a funnel with three parts: sourcing, screening, and closing.

Hiring in the early stages of a startup is often unscalable and requires significant effort to sift through potential candidates.

Hiring a professional recruiter early on can significantly improve the quality of hires and cultural fit within the company.